HR Business Partner

This is an exciting opportunity to provide strategic HR partnering to senior leaders in HM Prisons and Probation (HMPPS). You will be critical ensuring HMPPS meets it aims in protecting the public and reducing reoffending and gain unique experience which will enable you to progress in your career. This role sits within the HR Business Partner (HMPPS) Team which is the front facing arm of the People & Capability Function supporting a number of business units across HMPPS. The post holder will partner Governors within the Prison Service and equivalent senior leaders within the Probation Service or National Services, dependent on the customer groups. It's an interesting time to join the team with a huge amount of opportunity to be involved in supporting business change in a complex environment. Working in partnership with senior leaders, this role will be responsible for supporting the business to deliver against people priorities. The postholder will operate as an implementer, facilitating access to central services and working alongside the business to execute innovative people initiatives. The post holder will be required to partner customer groups in various locations across the London region and may be called upon to support regional or national projects across areas of the business. As a qualified (or aspiring) HR professional, the post holder will use a combination of generalist knowledge, personal skills and experience to advise and partner senior leaders on how best to align the people and business priorities. Most roles require line management responsibility. The post holder will be required to bring together the people priorities for their prison and probation customer group or National Services at a senior level. They will support on the underpinning activities to enable;

• Solving: Provide strategic input on HR topics and help leaders develop effective people solutions
• Connecting: Help the organisation draw on appropriate People Function Services and shared service support
• Coaching: Coach leaders on how to manage people issues and drive the people agenda effectively

With links to the wider HR specialist functions within MoJ People and Capability, the post holder will facilitate access to the right services to deliver relevant people initiatives.

Change Management

• Understanding the business and the drivers for change to be able to support the business with the people elements of change implementation.
• Support the business through reorganisation, restructures and redeployment.

Resourcing & Retention

• Working in partnership with the business and finance to understand the current and predicted workforce picture based on attrition and recruitment forecasting.
• Support in the execution of interventions to address resourcing and retention challenges and facilitating access to the right services across MOJ People and Capability.
• Provide support and advice on resourcing vacancies, ensuring compliance with Civil Service Recruitment Principles.

Management & Leadership Capability

• To understand the line manager and leadership capabilities within the business unit, support the business to access centrally run learning through the learning and development team and/or helping to develop the right learning interventions.
• Supporting senior leaders with the development of their leadership teams.

Attendance & Performance

• Help build management confidence and capability in managing absence, performance, conduct and grievance cases ensuring the right advice can be accessed.
• Work with the business to understand the casework picture and support senior leaders to drive action to progress cases within policy timelines, supporting in the access of advice.
• Work between HR and the business to ensure the policies are understood and embedded
• Understand the role of the unions and support managers with union engagement related to people activity.

Employee Experience and Staff Engagement

• Working with the senior leaders to analyse and identify the right people priorities through the annual Civil Service People Survey. Bringing in other workforce and people data as required to enable the business area to bring together an appropriate engagement delivery plan.
• Supporting the stakeholder group to implement the right employee engagement interventions, accessing the right support from within the people group drawing on best practise and central offers.

Inclusion & Well-being

• Ensure diversity and inclusion runs through all people strategies and action plan.
• Facilitate access to products and services to help support networks to improve delivery.
• Support the business to access the necessary wellbeing services for staff. Bringing together all that is available through the People Function to provide the right well-being package or service dependent on the need.

Base Location and Travel Requirements

This is a regional role and there is a requirement for the successful applicant's work base to be within the London region. The role will be partnering HMP Isis so regular travel there will be required. They will be appointed to the office/hub in the Geographical region, which is closest to their home address and can choose from Justice Collaboration Centres, Justice Satellite Office or one of our prison locations as below: HMP Brixton, HMP High Down, HMP Isis, HMP Pentonville, HMP Wandsworth, HMP Wormwood Scrubs The base location will be discussed with the successful candidate. The successful candidate will be required to travel regularly to prison and probation sites across the London region and occasional travel to other HMPPS sites. All applicants should be aware that business partnering arrangements are subject to change and postholders will be expected to accommodate changes in partnering arrangements in line with business need to include providing cover and support for other business areas when required.

Behaviours - Please provide examples of how you have met each one of the behaviours listed below:

• Seeing the Big Picture (Lead Behaviour)
• Communicating and Influencing
• Managing a Quality Service
• Working Together

Applicants will be expected to demonstrate the essential criteria within the application behaviour responses. Please provide examples of how you have met each of the behaviours, with reference to the linked essential criteria as detailed above. At interview you will be assessed using the below behaviours and strengths from the Success Profiles. The interview will be held virtually. If you have any questions regarding the role please contact Sarah.Danzie@justice.gov.uk.

Additional Information Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity. Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone's circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review. For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale. This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) - See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location's respective pay scale (any legacy arrangements/locations will need to be amended). Some of MoJ's terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made. MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer. All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet. Flexible working hours The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ's Flexible Working policy.

The MoJ offers a range of benefits:

Annual Leave Annual leave is 25 days on appointment and will increase to 30 days after five years' service. There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support A range of 'Family Friendly' policies such as opportunities to work reduced hours or job share. Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services. For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/. Paid paternity, adoption and maternity leave. Free annual sight tests for employees who use computer screens.

Working for the Civil Service The Civil Service Code sets out the standards of behaviour expected of civil servants. We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order:

• To Transformative Business Services (0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk);
• To Ministry of Justice Resourcing team (resourcing-management-office@justice.gov.uk);
• To the Civil Service Commission (details available here)

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.